It's that time of year again—Pride Month! Company logos transform into vibrant rainbows, and our timelines and TVs are filled with inspirational stories celebrating LGBTQ+ communities. Pride is a time to celebrate the progress we have made, but it is also a moment to acknowledge that there are still steps to be taken. Unfortunately, Pride Month often becomes a fleeting phase—a singular month of visibility for the LGBTQ+ community.
The Origins of Pride
Pride Month honors the Stonewall riots, a pivotal moment in LGBTQIA+ history. Occurring at the end of June in 1969, this demonstration took place at the Stonewall Inn in NYC. At that time, very few places openly welcomed gay people due to laws against the anti-gay legal system. This event became a catalyst for the gay liberation movement and is a landmark in LGBTQIA+ rights.
A year after the uprising, the first gay pride marches took place in New York, Los Angeles, and San Francisco. After this, multiple gay rights organisations formed across the US and the world.
Reflecting on Progress and Continued Challenges
While the Sexual Offences Act of 1967 is often hailed as the year homosexuality was decriminalised in the UK, it wasn't until 2013 that it was made law—a strong reminder of the ongoing challenges. But, instead of asking have we achieved equality? Possibly a better question is: how inclusive is our workplace, and what can we do to improve it? Here are some actionable steps you can take to support Pride, not just in June, but every month.
Go Beyond Superficial Support
For companies that think updating their logo with rainbow colors is enough, remember that true support goes deeper. While raising awareness of Pride and LGBTQ+ issues is beneficial, pairing it with meaningful actions is when the real impact happens.
- Educate your employees and communities: Share diverse voices through blogs, events, and training sessions.
- Review and improve policies: Ensure your employee benefits and parental leave policies are truly inclusive for everyone.
- Support LGBTQ+ Charities: Donate to organisations dedicated to supporting LGBTQ+ communities and be sure to promote these internally.
In 2024 there are no shortage of charities that support the issues LGBTQ+ face. Put some time into researching these, or ask employees what they would like to suppport.
Pride Charities to Consider:
Educate Yourself and Ask Questions
In the modern workplace, seemingly simple assumptions can create issues. For example, asking, "Do you have a girlfriend/boyfriend?" can unintentionally alienate LGBTQ+ colleagues. It's easy to feel like you're treading on eggshells regarding diversity and inclusion, but this mindset isn't productive.
Instead, try to use emotional intelligence. Use correct pronouns and don't hesitate to ask questions if you're unsure. For instance, if you're uncertain about someone's pronouns, ask them. Making mistakes is part of learning—it's in not asking that we risk making incorrect assumptions and harming relationships. Equally, starting to use phrases like 'partner' instead of girlfriend can reduce any awkwardness or corrections.
Continuous Improvement Through Small Changes
By making small changes and taking time to consider our actions, we can make continuous improvements and take steps toward true inclusivity. I hope that readers can take something valuable from this piece and apply it in their lives and workplaces.
Together, let's make every month a celebration of diversity and inclusion.
